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Work Behavior (work + behavior)
Kinds of Work Behavior Selected AbstractsWHY DOES PROACTIVE PERSONALITY PREDICT EMPLOYEE LIFE SATISFACTION AND WORK BEHAVIORS?PERSONNEL PSYCHOLOGY, Issue 3 2010A FIELD INVESTIGATION OF THE MEDIATING ROLE OF THE SELF-CONCORDANCE MODEL We integrated the proactive personality and the self-concordance model literatures to hypothesize and test a model that explicates the processes through which proactive personality relates to employee life satisfaction, in-role performance, and organizational citizenship behaviors (OCBs). Across 3 time periods, data were collected from 165 employees and their supervisors. Results indicated that more proactive individuals were more likely to set self-concordant goals and attain their goals, which in turn predicted psychological need satisfaction. Psychological need satisfaction subsequently predicted employee life satisfaction, in-role performance, and OCBs. Further, goal attainment directly predicted employee life satisfaction. Our results also indicated that proactive personality's relations with employee life satisfaction, in-role performance, and OCBs were entirely indirect through goal self-concordance, goal attainment, and psychological need satisfaction. [source] THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORSPERSONNEL PSYCHOLOGY, Issue 2 2001DAVID ANTONIONI The present field study investigates whether rater-ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater-ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research. [source] Investigating the Dimensionality of Counterproductive Work BehaviorINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2003Melissa L. Gruys The study investigated the dimensionality of counterproductive work behavior (CWB) by examining the relationships between various counterproductive behaviors. Utilizing a university alumni sample (N = 343), data was collected through both self,report and direct judgments of the likelihood of co,occurrence. Eleven categories of CWB were examined: (1) Theft and Related Behavior; (2) Destruction of Property; (3) Misuse of Information; (4) Misuse of Time and Resources; (5) Unsafe Behavior; (6) Poor Attendance; (7) Poor Quality Work; (8) Alcohol Use; (9) Drug Use; (10) Inappropriate Verbal Actions; and (11) Inappropriate Physical Actions. CWB items and categories were generally positively related. Multidimensional scaling analysis suggests that the CWB categories vary on two dimensions: an Interpersonal,Organizational dimension and a Task Relevance dimension. [source] Counterproductive Work Behavior and Organisational Citizenship Behavior: Are They Opposite Forms of Active Behavior?APPLIED PSYCHOLOGY, Issue 1 2010Paul E. Spector We question the common supposition that active acts of counterproductive work behavior (CWB) and organisational citizenship behavior (OCB) are negatively related in that people who perform one tend not to perform the other, and that they tend to relate oppositely to potential antecedents. We argue that under some circumstances these active behaviors may occur together or sequentially. Using an emotion focused framework, we discuss five situations that lead from one form of behavior to the other: Understimulation at work, co-worker lack of performance, organisational constraints, lack of expected rewards for OCB, and unjustified (to the actor) acts of CWB. Finally, we provide suggestions for studying these behaviors episodically as opposed to aggregating frequencies of behavior over extended periods of time. Nous mettons en doute l'idée commune selon laquelle les actions relevant d'un comportement professionnel contre-productif (CWB) et les conduites citoyennes dans l'organisation (OCB) sont négativement corrélées en ce sens que les individus qui adopteraient les unes auraient tendance à se détourner des autres et qu'elles seraient liées en sens contraire aux antécédents potentiels. Nous pensons que dans certains cas ces comportements actifs peuvent émerger conjointement ou à la suite les uns des autres. A partir d'un schéma centré sur l'émotion, nous analysons cinq situations qui orientent d'une forme de comportement vers l'autre: le manque de stimulants au travail, les médiocres performances d'un collègue, les contraintes organisationnelles, l'absence des gratifications attendues pour l'OCB et des actions de CWB injustifiées (contre l'acteur). Nous proposons enfin d'étudier ces conduites sur des laps de temps définis plutôt que d'additionner des occurrences de comportement sur de longues périodes. [source] Illegitimate Tasks and Counterproductive Work BehaviorAPPLIED PSYCHOLOGY, Issue 1 2010Norbert K. Semmer Illegitimate tasks represent a new stressor concept that is specifically tied to feeling offended. Tasks are legitimate to the extent that they conform to norms about what can reasonably be expected from a given person, and they are illegitimate to the extent that they violate such norms. Illegitimate tasks therefore are conceived as offending one's professional identity, and thus, the self. Previous research has shown illegitimate tasks to be related to indicators of well-being and strain, controlling for other stressors. We now present two studies showing that illegitimate tasks relate to counterproductive work behavior, controlling for effort,reward imbalance in Study 1, for personality (conscientiousness and agreeableness) and organisational justice in Study 2. Thus, illegitimate tasks are associated with behavior that may be labeled "active, but in the wrong direction". Les tâches illégitimes représentent une nouvelle source de stress qui est spécifiquement en rapport avec une sensibilité froissée. Les tâches sont légitimes dans la mesure où elles correspondent à ce qui peut être raisonnablement attendu d'une personne donnée, et illégitimes dans le cas contraire. Les tâches illégitimes sont donc perçues comme offensant l'identité professionnelle et par suite le soi. Les recherches passées ont montré que les tâches illégitimes étaient reliées à des indicateurs de bien-être et de tension en contrôlant d'autres sources de stress. Nous présentons deux études montrant que les tâches illégitimes sont en relation avec un comportement professionnel contre-productif, en contrôlant le déséquilibre effort-récompense dans la première étude, la justice organisationnelle et la personnalité (le sens des responsabilités et la convivialité) dans la seconde recherche. Les tâches illégitimes sont associées à un comportement qui peut être décrit comme «productif, mais dans une mauvaise direction.» [source] The relationship of GMA to counterproductive work behavior revisitedEUROPEAN JOURNAL OF PERSONALITY, Issue 6 2009Bernd Marcus Abstract Recent research reported that general mental ability (GMA) predicted counterproductive work behavior (CWB), whereas some previous studies failed to find such a relationship. We tested occupational homogeneity of the sample and criterion measurement as two potential explanations for these inconsistencies. Study 1 replicated major design features of one previous study, which found no GMA,CWB relation in a heterogeneous sample, with occupationally homogeneous groups. Results confirmed previous null findings, indicating no effect of sample homogeneity. In Study 2, using a controlled laboratory setting, GMA was again unrelated to self-reported CWB, but partially predicted observed CWB negatively. Combined findings suggest that GMA is consistently unrelated to CWB self-reports but may predict objectively measured CWB independently of the likelihood of being caught. Copyright © 2009 John Wiley & Sons, Ltd. [source] Investigating the Dimensionality of Counterproductive Work BehaviorINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2003Melissa L. Gruys The study investigated the dimensionality of counterproductive work behavior (CWB) by examining the relationships between various counterproductive behaviors. Utilizing a university alumni sample (N = 343), data was collected through both self,report and direct judgments of the likelihood of co,occurrence. Eleven categories of CWB were examined: (1) Theft and Related Behavior; (2) Destruction of Property; (3) Misuse of Information; (4) Misuse of Time and Resources; (5) Unsafe Behavior; (6) Poor Attendance; (7) Poor Quality Work; (8) Alcohol Use; (9) Drug Use; (10) Inappropriate Verbal Actions; and (11) Inappropriate Physical Actions. CWB items and categories were generally positively related. Multidimensional scaling analysis suggests that the CWB categories vary on two dimensions: an Interpersonal,Organizational dimension and a Task Relevance dimension. [source] Measuring change in work behavior by means of multisource feedbackINTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 2 2006Froukje Jellema Evaluating the effects of interventions is among the most critical issues faced by the field of human resource development today. This study addresses the potential of multisource feedback for training evaluation. The central research question is whether or not it is possible to measure change in work behavior, as a result of training, with multisource feedback in a reliable and valid way. A procedure for training evaluation was developed and three quasi-experimental studies were carried out. The psychometric properties of the multisource feedback instruments used are discussed as well as the training effects that were found. Our conclusion is that in most cases coworkers do not perceive positive changes in the work behavior of training participants. Whenever a training effect is observed, this is observed by the ratee's peers, rather than by the ratee's superiors or subordinates. Overall, the results do not support multisource feedback as an efficient method for training evaluation. However, this does not mean that multisource feedback cannot be used in a training context at all. Two alternative applications are presented. [source] Occupational embeddedness and job performanceJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2009Thomas W. H. Ng While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects of organizational embeddedness. In addition, we found that trait affect moderated the relationships of occupational embeddedness to job performance. Occupational embeddedness was more strongly related to counterproductive work behavior when trait negative affect was high, while occupational embeddedness was more strongly related to both citizenship behavior and creativity when trait positive affect was high. Results also indicated that the various components of occupational embeddedness had different effects on job outcomes. Fit had a strong positive effect on core task performance, links had a positive effect on creativity, and sacrifice had a small positive effect on citizenship behavior. The article concludes with a discussion of implications for future research and management practice. Copyright © 2009 John Wiley & Sons, Ltd. [source] Getting even with one's supervisor and one's organization: relationships among types of injustice, desires for revenge, and counterproductive work behaviorsJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2009David A. Jones I tested hypotheses derived from the agent,system model of justice specifying that, among the different types of justice, interpersonal and informational justice explain the most unique variance in counterproductive work behavior (CWB) directed toward one's supervisor, and procedural justice explains the most unique variance in CWB directed toward one's organization. I also tested whether individuals' desires for revenge against one's supervisor and one's organization mediate certain justice,CWB relationships. Results (N,=,424) provided considerable support for the study hypotheses, showing that employees tend to direct their CWB toward the source of perceived mistreatment, and that desires for revenge explain part, but not all, of the relationships between some types of injustice and CWB. Implications for theory, research, and practice are discussed. Copyright © 2008 John Wiley & Sons, Ltd. [source] Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity,JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2005Lisa M. Penney The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer-reported data and to assess the effects of workplace incivility on employee satisfaction and CWB. Results indicate that incivility, organizational constraints, and interpersonal conflict were negatively related to job satisfaction and positively related to CWB. Support was also found for the role of negative affectivity as a moderator of the relationship between job stressors and CWB, although only one significant moderator was found using peer-reported CWB. In general, the relationships between job stressors and CWB were stronger for individuals high in negative affectivity than for individuals low in negative affectivity. Copyright © 2005 John Wiley & Sons, Ltd. [source] THE RELATIONS OF DAILY COUNTERPRODUCTIVE WORKPLACE BEHAVIOR WITH EMOTIONS, SITUATIONAL ANTECEDENTS, AND PERSONALITY MODERATORS: A DIARY STUDY IN HONG KONGPERSONNEL PSYCHOLOGY, Issue 2 2009JIXIA YANG In this diary study conducted in Hong Kong, we examined a theoretical model in which negative emotions serve as an explanatory mechanism through which daily stressors impact daily counterproductive work behavior (CWB). We further theorized that personality variables (negative affectivity, Conscientiousness, and Agreeableness) would exert cross-level effects on the within-person relationships. Hierarchical linear modeling results based on a sample of 231 individuals and 5,583 observations across 25 days provide partial support for the mediating role of negative emotions in the within-person stressor,CWB relationships. Specifically, we found that negative emotions (a) partially mediated the within-person relation of perceived ambiguity with CWB directed at the organization, (b) fully mediated the relation of supervisor interpersonal injustice with CWB directed at individuals, and (c) fully mediated the relation of customer interpersonal injustice with CWB directed at the organization. High levels of trait negative affectivity were found to strengthen the within-person relation between daily supervisor interpersonal injustice and daily negative emotions. As expected, high levels of trait Conscientiousness and Agreeableness were found to weaken the within-person relations of daily negative emotions with daily CWB directed at the organization and individuals. [source] Factors associated with safe patient handling behaviors among critical care nursesAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 9 2010Soo-Jeong Lee RN Abstract Background Patient handling is a major risk factor for musculoskeletal (MS) injury among nurses. The aims of the study were to describe nurses' work behaviors related to safe patient handling and identify factors influencing their safe work behaviors, including the use of lifting equipment. Methods A cross-sectional study using a mailed questionnaire with a nationwide random sample of 361 critical care nurses. Nurses reported on the physical, psychosocial, and organizational characteristics of their jobs and on their MS symptoms, risk perception, work behaviors, and demographics. Hierarchical multiple linear regression analyses were used to identify significant factors. Results More than half of participants had no lifting equipment on their unit, and 74% reported that they performed all patient lift or transfer tasks manually. Significant factors for safer work behavior included better safety climate, higher effort,reward imbalance, less overcommitment, greater social support, and day shift work. Physical workload, personal risk perception, or MS symptom experiences were not associated with safe work behavior. Conclusions Safe work behaviors are best understood as socio-cultural phenomena influenced by organizational, psychosocial, and job factors but, counter to extant theories of health behaviors, do not appear to be related to personal risk perception. Management efforts to improve working conditions and enhance safety culture in hospitals could prove to be crucial in promoting nurses' safe work behavior and reducing risk of MS injury. Am. J. Ind. Med. 53:886,897, 2010. © 2010 Wiley-Liss, Inc. [source] Counterproductive Work Behavior and Organisational Citizenship Behavior: Are They Opposite Forms of Active Behavior?APPLIED PSYCHOLOGY, Issue 1 2010Paul E. Spector We question the common supposition that active acts of counterproductive work behavior (CWB) and organisational citizenship behavior (OCB) are negatively related in that people who perform one tend not to perform the other, and that they tend to relate oppositely to potential antecedents. We argue that under some circumstances these active behaviors may occur together or sequentially. Using an emotion focused framework, we discuss five situations that lead from one form of behavior to the other: Understimulation at work, co-worker lack of performance, organisational constraints, lack of expected rewards for OCB, and unjustified (to the actor) acts of CWB. Finally, we provide suggestions for studying these behaviors episodically as opposed to aggregating frequencies of behavior over extended periods of time. Nous mettons en doute l'idée commune selon laquelle les actions relevant d'un comportement professionnel contre-productif (CWB) et les conduites citoyennes dans l'organisation (OCB) sont négativement corrélées en ce sens que les individus qui adopteraient les unes auraient tendance à se détourner des autres et qu'elles seraient liées en sens contraire aux antécédents potentiels. Nous pensons que dans certains cas ces comportements actifs peuvent émerger conjointement ou à la suite les uns des autres. A partir d'un schéma centré sur l'émotion, nous analysons cinq situations qui orientent d'une forme de comportement vers l'autre: le manque de stimulants au travail, les médiocres performances d'un collègue, les contraintes organisationnelles, l'absence des gratifications attendues pour l'OCB et des actions de CWB injustifiées (contre l'acteur). Nous proposons enfin d'étudier ces conduites sur des laps de temps définis plutôt que d'additionner des occurrences de comportement sur de longues périodes. [source] Illegitimate Tasks and Counterproductive Work BehaviorAPPLIED PSYCHOLOGY, Issue 1 2010Norbert K. Semmer Illegitimate tasks represent a new stressor concept that is specifically tied to feeling offended. Tasks are legitimate to the extent that they conform to norms about what can reasonably be expected from a given person, and they are illegitimate to the extent that they violate such norms. Illegitimate tasks therefore are conceived as offending one's professional identity, and thus, the self. Previous research has shown illegitimate tasks to be related to indicators of well-being and strain, controlling for other stressors. We now present two studies showing that illegitimate tasks relate to counterproductive work behavior, controlling for effort,reward imbalance in Study 1, for personality (conscientiousness and agreeableness) and organisational justice in Study 2. Thus, illegitimate tasks are associated with behavior that may be labeled "active, but in the wrong direction". Les tâches illégitimes représentent une nouvelle source de stress qui est spécifiquement en rapport avec une sensibilité froissée. Les tâches sont légitimes dans la mesure où elles correspondent à ce qui peut être raisonnablement attendu d'une personne donnée, et illégitimes dans le cas contraire. Les tâches illégitimes sont donc perçues comme offensant l'identité professionnelle et par suite le soi. Les recherches passées ont montré que les tâches illégitimes étaient reliées à des indicateurs de bien-être et de tension en contrôlant d'autres sources de stress. Nous présentons deux études montrant que les tâches illégitimes sont en relation avec un comportement professionnel contre-productif, en contrôlant le déséquilibre effort-récompense dans la première étude, la justice organisationnelle et la personnalité (le sens des responsabilités et la convivialité) dans la seconde recherche. Les tâches illégitimes sont associées à un comportement qui peut être décrit comme «productif, mais dans une mauvaise direction.» [source] Integrity Tests and Other Criterion-Focused Occupational Personality Scales (COPS) Used in Personnel SelectionINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2001Deniz S. Ones This article focuses on personality measures constructed for prediction of individual differences in particular work behaviors of interest (e.g., violence at work, employee theft, customer service). These scales can generically be referred to as criterion-focused occupational personality scales (COPS). Examples include integrity tests (which aim to predict dishonest behaviors at work), violence scales (which aim to predict violent behaviors at work), drug and alcohol avoidance scales (which aim to predict substance abuse at work), stress tolerance scales (which aim to predict handling work pressures well) and customer service scales (which aim to predict serving customers well). We first review the criterion-related validity, construct validity and incremental validity evidence for integrity tests, violence scales, stress tolerance scales, and customer service scales. Specifically, validities for counterproductive work behaviors and overall job performance are summarized as well as relations with the Big Five personality scales (conscientiousness, emotional stability, openness to experience, agreeableness and extraversion). Second, we compare the usefulness of COPS with traditional, general purpose, adult personality scales. We also highlight the theoretical and practical implications of these comparisons and suggest a research agenda in this area. [source] Getting even with one's supervisor and one's organization: relationships among types of injustice, desires for revenge, and counterproductive work behaviorsJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2009David A. Jones I tested hypotheses derived from the agent,system model of justice specifying that, among the different types of justice, interpersonal and informational justice explain the most unique variance in counterproductive work behavior (CWB) directed toward one's supervisor, and procedural justice explains the most unique variance in CWB directed toward one's organization. I also tested whether individuals' desires for revenge against one's supervisor and one's organization mediate certain justice,CWB relationships. Results (N,=,424) provided considerable support for the study hypotheses, showing that employees tend to direct their CWB toward the source of perceived mistreatment, and that desires for revenge explain part, but not all, of the relationships between some types of injustice and CWB. Implications for theory, research, and practice are discussed. Copyright © 2008 John Wiley & Sons, Ltd. [source] Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange modelJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2002Samuel Aryee Data obtained from full-time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesized fully mediated model a partially mediated model better fitted the data. Trust in organization partially mediated the relationship between distributive and procedural justice and the work attitudes of job satisfaction, turnover intentions, and organizational commitment but fully mediated the relationship between interactional justice and these work attitudes. In contrast, trust in supervisor fully mediated the relationship between interactional justice and the work behaviors of task performance and the individually- and organizationally-oriented dimensions of citizenship behavior. Copyright © 2002 John Wiley & Sons, Ltd. [source] THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORSPERSONNEL PSYCHOLOGY, Issue 2 2001DAVID ANTONIONI The present field study investigates whether rater-ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater-ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research. [source] Factors associated with safe patient handling behaviors among critical care nursesAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 9 2010Soo-Jeong Lee RN Abstract Background Patient handling is a major risk factor for musculoskeletal (MS) injury among nurses. The aims of the study were to describe nurses' work behaviors related to safe patient handling and identify factors influencing their safe work behaviors, including the use of lifting equipment. Methods A cross-sectional study using a mailed questionnaire with a nationwide random sample of 361 critical care nurses. Nurses reported on the physical, psychosocial, and organizational characteristics of their jobs and on their MS symptoms, risk perception, work behaviors, and demographics. Hierarchical multiple linear regression analyses were used to identify significant factors. Results More than half of participants had no lifting equipment on their unit, and 74% reported that they performed all patient lift or transfer tasks manually. Significant factors for safer work behavior included better safety climate, higher effort,reward imbalance, less overcommitment, greater social support, and day shift work. Physical workload, personal risk perception, or MS symptom experiences were not associated with safe work behavior. Conclusions Safe work behaviors are best understood as socio-cultural phenomena influenced by organizational, psychosocial, and job factors but, counter to extant theories of health behaviors, do not appear to be related to personal risk perception. Management efforts to improve working conditions and enhance safety culture in hospitals could prove to be crucial in promoting nurses' safe work behavior and reducing risk of MS injury. Am. J. Ind. Med. 53:886,897, 2010. © 2010 Wiley-Liss, Inc. [source] Injuries and fatalities to U.S. farmers and farm workers 55 years and olderAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 3 2009John R. Myers MS Abstract Background Previous studies have shown that older farmers and farm workers have been identified at high risk for farm fatalities, most notably involving tractor overturns. Older farmers also incur more severe non-fatal injuries. Methods Data from two national surveillance systems are presented to describe fatal and non-fatal injuries occurring to older farmers 55+ years of age. Tractor-related fatality investigations for older farmers are examined for characteristics of the tractors not available in the injury surveillance systems. Results Older farmers and farm workers averaged 26,573 lost-time injuries annually in 2001 and 2004, with an injury rate of 4.5 injuries/100 workers/year compared to an overall farming injury rate of 4.8 injuries/100 workers/year. Fatality data show that older farmers accounted for over half of all farming deaths between 1992 and 2004 (3,671 of 7,064 deaths), and had a fatality rate of 45.8 deaths/100,000 workers/year compared to the overall farming fatality rate of 25.4 deaths/100,000 workers/year. Most common mechanisms of fatal injury to older farmers were "tractors" (46%), "trucks" (7%), and "animals" (5%). Conclusions Although older farmers and farm workers are at lower risk of overall injury compared to their younger counterparts, injuries to farmers 55 years and older tend to be much more severe. To effectively minimize the risk faced by older farmers, prevention programs must encourage safe work behaviors and practices and the implementation/installation of appropriate safety devices and equipment. Am. J. Ind. Med. 52:185,194, 2009. © 2008 Wiley-Liss, Inc. [source] Consequences of Positive and Negative Feedback: The Impact on Emotions and Extra-Role BehaviorsAPPLIED PSYCHOLOGY, Issue 2 2009Frank D. Belschak These studies examine employees' emotional reactions to performance feedback from their supervisors as well as subsequent effects on attitudes and (intentions to show) affect-driven work behaviors (counterproductive behavior, turnover, citizenship, and affective commitment). A pre-study (N= 72) illustrates that employees regularly receive performance feedback from supervisors and that this feedback elicits different positive and negative emotions. Next, a scenario experiment (Study 1) comparing the effects of positive/negative feedback given in public/private was conducted, with a student sample (N= 240) and a sample of working adults (N= 107). In both samples, feedback has an impact on emotions and subsequently on work attitudes and behavioral intentions. The results from the scenario experiment were validated in a survey study (Study 2) among employees of a for-profit research firm (N= 86) who reported on recalled emotions and work behaviors after receiving performance feedback during appraisals. Again, different types of feedback relate to different emotions. In turn, these emotions were related to subsequent work behaviors and attitudes. Together, these studies show that feedback affects recipients' emotions and that such emotional reactions mediate the relationship between feedback and counterproductive behavior, turnover intentions, citizenship, and affective commitment. Ces travaux abordent les réactions émotives des salariés suite au feedback sur leurs performances en provenance de leur supérieur, ainsi que l'impact sur les attitudes et, au niveau des intentions, sur les conduites professionnelles soumises aux affects (comportements contre-productifs, démissions, citoyenneté et implication affective). Une préenquête (N= 72) a montré que les salariés reçoivent régulièrement des informations sur leurs résultats de la part de leur supérieur et que cette situation provoque des émotions à la fois positives et négatives. Ensuite, une expérience (Etude n° 1) comparant les conséquences d'un feedback positif ou négatif exprimé en public ou en privé a été menée à bien sur un échantillon d'étudiants (N= 240) et sur un échantillon de travailleurs (N= 107). Dans les deux cas, la rétroaction avait des retombées sur les émotions et par suite sur les attitudes professionnelles et les intentions comportementales. Les conclusions de cette expérience ont été confirmées lors d'une enquête (Etude n, 2) réalisées auprès de salariés d'une société commerciale qui décrirent leurs émotions et leurs comportements professionnels à l'issue d'une rétroaction sur leur performance lors d'une évaluation. Comme prévu, les différentes sortes de feedback sont en relation avec des émotions différentes; puis ces émotions provoquent des attitudes et des conduites professionnelles spécifiques. Au total, ces travaux montrent que le feedback affecte les émotions des individus concernés et que ces réactions émotives s'insèrent dans la relation entre la rétroaction et les comportements contre-productifs, les projets de démission, la citoyenneté et l'implication affective. [source] | |||||||||||||